Abstract

This study examined the relationship between quality of leader–member exchange and follower perceptions of work stress. It was proposed that followers in higher quality exchanges were less likely to perceive work stressors than followers in exchanges of lower quality. Data collected from 215 employees of a midsized public university substantially supported this proposition. Quality of leader–member exchange was negatively related to role conflict, role ambiguity, low job scope, lack of career progress, and lack of participation experienced by followers.